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Members across the employers covered by this branch have seen us out and about promoting our campaign to break the public sector pay cap and make up for some of the money we have lost during the period of austerity we have had imposed on us over the last ten years

Since 2010, dedicated staff have endured a pay freeze, and then a 1% cap. For all years your pay has
been held back to pay for the banking crisis. First the freeze, then a cap resulting in NHS pay consistently falling
behind the cost of living. Local Government staff have been squeezed even harder, as have the staff such as care workers employed by the growing number of private contractors providing services to the NHS and Councils

We’re calling on the government to Pay Up Now for the South West

We’ve been round workplaces, we’ve lobbied councillors, we’ve even been to Parliament to Lobby MPs 

Now its your turn

DID YOU SEE THE BUDGET?
NO EXTRA PAY FOR PUBLIC SERVICES AND YET THE BILL FOR BREXIT
COULD SEE HOUSEHOLDS UP TO £4000 A YEAR POORER!

You’ve already played your part as the recent debate in Parliament took place in response to this petition that tens of thousands of you signed https://petition.parliament.uk/petitions/200032

Now lobby the Chancellor to fund a decent pay rise public.enquiries@hmtreasury.gsi.gov.uk

We now want members to urgently email the Chancellor, Philip Hammond, and call on him to use the local government finance settlement – likely to be this Thursday – to stop the cuts and fund local government adequately, so that councils can fund the LGA’s offer and protect jobs and services.

The £632 million cost of the pay rise to councils is small in the context of overall public sector finance. Half of this would be recouped by central government in increased taxes, National Insurance and saving on in-work benefits. This could be recycled to local government.

Model text for email to the Chancellor – email public.enquiries@hmtreasury.gsi.gov.uk

Dear Chancellor,

Give councils and schools the cash to fund a decent pay rise and protect services

I am a ………….. (worker) in ………………………………………………council                   

Government cuts to local government funding have been very severe.  I am feeling this in my workplace as my council continues to cut jobs, pay and conditions. I am being asked to do more and more for less and less pay.I keep services going against the odds but find it hard to make ends meet. I am also very worried about my job security.

This situation cannot continue either for local government services or us – the workforce. I urge you to use the forthcoming local government finance settlement to give councils and schools the cash to fund a decent pay rise and protect services

A pay rise for council and school support staff can’t come soon enough. But as the lowest paid staff in the public sector, we desperately need the government to stop its swingeing cuts to council budgets, deal with inadequate school funding and fully fund a pay increase.

Half the cost of our claim will be recouped by the Treasury in increased tax and national insurance ‘take’ and cuts to spending on in-work benefits. This can be recycled to councils and schools.

Council and school staff are already providing vital local services and educating children with far fewer employees than in 2010, while demands on services grow. Councils are facing real problems recruiting and retaining staff due to low pay. The government must recognise the importance of the jobs council and school workers do and pay up now.

Pay Up For Council and School Workers Now!

The NJC Employees Side is meeting on 14 December to consider the LGA’s 2% pay offer in response to our pay claim.

Make some noise to support our 5% pay claim!

We want a real pay increase and the Foundation Living Wage as the minimum pay rate for members in councils and schools.

 

Here are some facts to help you make the case for that long overdue pay rise: 

 For the vast majority of NJC workers in local government and schools – last year’s pay ‘rise’ represented the EIGHTH consecutive annual pay cut since 2009.
 Pay in local government and schools is among the lowest in the public sector. No one is paid a fair rate for the job they do.
 Women are more than three quarters of the NJC workforce. The gender pay gap has widened in the public sector since the Tories’ pay cap was introduced, even
though it has narrowed in the wider economy.
 Low pay is a gender issue. Women’s skills, knowledge and experience are greatly undervalued in schools and council services.
 A continuation of the 1% pay cap would represent a further squeeze on your quality of life even worse than during the 1980s and 1990s This would make an already
desperate situation worse for many vital public service workers.
 The bottom rate of pay in local government – £7.78 – is only 28p above the legal minimum National Living Wage (NLW) and well below the UK Foundation Living
Wage rate of £8.45 and £9.75 in London.
 Research by the New Policy Institute shows that half of our claim would be funded by increased tax and National Insurance ‘take’, reduced Government expenditure
on in-work benefits and additional income to the Treasury from VAT as a result of increased spending by our members.
 Inflation is predicted to remain above 3% for the next five years. This means that the cost of living for our members will rise by nearly 18% by 2021. In that context, a
1% pay offer is unacceptable.
 If pay is capped at 1% from 2018 – 2019, the average local government wage will fall in value by nearly £1,200. This would be on top of a real terms loss in pay of
21% since 2009.
 NJC workers on the bottom pay point will require a 15.7% increase in pay to reach the projected rate for the National Living Wage of £9 per hour by 2020.
 Most councils have slashed conditions of work such as unsocial hours, overtime pay, annual leave and maternity pay – alongside the decline in basic pay. This
means that pregnant members and those required to work regular overtime, shiftwork and unsocial hours work are suffering further cuts in pay

 Since June 2010, local government has lost over 750,000 jobs. Our members left behind face increased workloads, pressure and stress – on top of shrinking pay
packets. As a result, local services, and those reliant upon them, suffer.
 Many employees who have been made redundant have been replaced by agency staff – a false economy for councils in both the short and long term. Agency
workers are expensive and public money is wasted in often high agency fees.
 With pay comparing so badly with the rest of the public and private sectors, 71% of councils are unsurprisingly reporting recruitment and retention problems.
 The National Living Wage was introduced by the Government without any extra funding for councils and schools to pay for it. Instead, council budgets have been
slashed by at least 40% since 2010. With NJC pay kept low by pay freezes or below-inflation increases, the National Living Wage has become the ’going rate’ for
the lowest paid. This means that fair and transparent pay grades, based on job evaluation, are being squashed together at the bottom of the pay structure.
 With supervisors being paid similar rates to those they supervise, this leaves councils at risk of another round of costly equal pay claims. Applying the legal
minimum pay rise to the bottom of the pay scale and cutting pay for everyone elseis unsustainable, and not an option for the unions.